the difference between a disparate impact and a disparate treatment claim

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A bank in a small town is concerned with the perception of its
employees by customers and others in the community. Branch managers are
responsible for both the running of the branches and building community
relationships. The bank decides that it needs to determine if certain personal
habits are creating a negative perception towards customers. The bank decides
to monitor its branch manager’s off-duty activities in order to determine if this
is creating concerns for the bank. Is the bank legally permitted to carry
through this action? Does this constitute an invasion of privacy?

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Retaliation has been the number one filed EEOC complaint now since
2010, surpassing racial and sexual harassment and discrimination for the first
time then, and since then. Often, disciplinary actions result in EEOC filings.
Discipline is an area of Human Resources that can certainly create
the potential for legal liability for employers. What are some good guidelines
to follow? What are some pitfalls to avoid? How might valid policies be
structured and investigations be handled to ensure that retaliation complaints
do not result from disciplinary actions?

HRM593 Week
2 Homework Latest 2018 May
As noted in the EEOC
tutorial (located in this week’s lesson), candidates for the Director of HR
position of the newly merged company, ZAB, are being asked to prepare a
presentation about Title VII, as it pertains specifically to disparate impact
and disparate treatment policies that should be implemented to avoid liability
for potential Title VII violations. Do research to prepare for your
presentation, and write a brief set of answers to the following questions:

difference between a disparate impact and a disparate treatment claim;
complaint procedure for a disparate impact and a disparate treatment claim
as it pertains to the EEOC;
defenses available to the company should a disparate impact claim and/or a
disparate treatment claim be lodged against ZAB; and
for avoiding potential EEOC claims and complaints.

Your assignment should
be between 500-750 words in length. You must also properly cite your sources
using APA format.